One of my favourite quotes from the Lean Change Agent workshops I’ve facilitated is:

“It’s not about the canvas, it’s about the conversation” 

It’s remarkable how we tend to focus on applying a technique, or using a tool while putting less emphasis on creating a shared understanding of change through well-facilitated dialogue.

I’m often asked by clients which tool or artefact they should start with. Should they create a Strategic Change Canvas? Should they start with a Force-field Analysis? Should they…<use this tool or approach> ?

In all cases, and you’ll probably guess this, it depends on what it is you’re trying to accomplish! Beneath all of these tools is a common principle:

Visualize your conversation.

I tend to use sticky notes and white board diagrams, and recently used a simple diagram to help a leadership team in an organization understand what their decision of ‘going Agile’ meant to the organization, to the leadership team and the teams directly impacted by the change.

perspective-on-change

I recently sat down with Stelio Verzera and Michele Luconi who are part of Cocoon Projects about their recently experience ‘creating a change canvas’ by using LEGO® SERIOUS PLAY™ to explore the change.

While this picture won’t make sense to you, it’s the outcome of the exercise and below that is the video interview where Stelio and Michele describe how they did it.

CoreAndAspirationalIdentity

 

Interview

 

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Jason Little
Author, Lean Change Management at Leanintuit
I began my career as a web developer when Cold Fusion roamed the earth. Over the following years, I moved into management, Agile Coaching and consulting. The bumps and bruises I collected along the way helped me realize that helping organizations adopt Agile practices was less about the practices, and all about change.
In 2008 I attended an experiential learning conference (AYE) about how people experience change and since then, I’ve been writing, and speaking, all over the world about helping organizations discover more effective practices for managing organizational change.